Session 4

What is Recruiting
 Introduction
• Recruiting
• Once an organization identifies its
human resource needs through
employment planning, it can begin the
process of recruiting potential
candidates for actual or anticipated
organizational vacancies.
 Introduction
• Recruiting brings together those with
jobs to fill and those seeking jobs.
• To provide information that will attract a
significant pool of qualified candidates
and discourage unqualified ones from
applying.
 Recruiting Goals
• Factors that affect recruiting efforts
– Organizational size
– Employment conditions in the area
– Working conditions, salary and benefits
offered
– Organizational growth or decline
 Recruiting Goals
• Constraints on recruiting efforts include:
– Organization image (Everyone wants to work
with this organization)
– Job attractiveness (Candidates attracted
towards glossy jobs)
– Internal organizational policies (Promotions)
– Government influence, such as discrimination
laws (i.e an airline company cannot neglect men
or aged females just because they want to have
young females as air hostess)
– Recruiting costs
 Recruiting Sources
• Sources should match the position to be filled.
• The Internet is providing many new opportunities
to recruit and causing companies to revisit past
recruiting practices.
• Sources:
– Internal Searches
– Employee Referrals/
Recommendations
– External Searches
– Alternatives
 Recruiting Sources
The internal search
• Organizations that promote from within
identify current employees for job
openings:
– by using their HR management system
– by utilizing employee referrals
 Recruiting Sources
The internal search
• Advantages of promoting from within include
– good public relations
– morale building
– encouragement of ambitious employees and
members of protected groups
– availability of information on existing employee
performance
– cost-savings
– internal candidates’ knowledge of the organization
– the opportunity to develop mid- and top-level
managers
 Recruiting Sources
The internal search
• Disadvantages include:
• People might be promoted to the position where
they cant perform well.
• Infighting for promotions can negatively affect the
moral.
• It can stop new ideas and innovations.
• Morale problems can develop among those
employees within the organization who feel
qualified to do the job.
 Recruiting Sources
Employee referrals/recommendations
• Current employees can be asked to recommend
recruits.
• Advantages include:
– the employee’s motivation to make a good
recommendation
– the availability of accurate job information for the
recruit
– Employee referrals tend to be more acceptable
applicants, to be more likely to accept an offer and to
have a higher survival rate.
 Recruiting Sources
Employee
referrals/recommendations
• Disadvantages include:
– the possibility of friendship
being confused with job
performance
– the potential for adverse impact
 Recruiting Sources
External searches
• Advertisements: Must decide type and location
of ad, depending on job; decide whether to focus
on job (job description) or on applicant (job
specification).
• Three factors influence the response rate:
– identification of the organization
– labor market conditions
– the degree to which specific requirements are listed.
• Blind box ads is an ad that does not identify the
advertising organization.
 Recruiting Sources
External searches
• Employment agencies:
– Public or state employment services focus on
helping unemployed individuals to find jobs.
– Private employment agencies provide more
comprehensive services and are perceived to
offer positions and applicants of a higher
caliber.
• Fees may be paid by employer, employee or both.
 Recruiting Sources
External searches
• Employment agencies:
• Management consulting, executive search
or headhunter firms specialize in executive
placement and hard-to-fill positions.
– Charge employers up to 35% of the first year
salary
– Have nationwide contacts
– Do thorough investigations of candidates
 Recruiting Sources
External searches
• Schools, colleges, and
universities:
– May provide entry-level or
experienced workers through
their placement services.
– May also help companies
establish cooperative education
assignments and internships.
 Recruiting Sources
External searches
• Unsolicited applicants (Walk-
ins): May provide a stock of
prospective applicants if there are
no current openings.
• Cyberspace Recruiting: Nearly
four out of five companies use the
Internet to recruit employees.
Commercial job-posting services
continue to grow.